Respect and Policy on Non-Discrimination

As a member of the Department of English at Utah State University (USU), your responsibility is to:

• Be aware of your role in upholding dignity and respect at work;
• Make sure your own behavior does not cause offence or misunderstanding;
• Be prepared to offer support to a colleague affected by this type of situation.
• You are expected to act in a civil manner. Civility involves treating others with dignity.

Notice of Non-Discrimination

In its programs and activities, USU does not discriminate based on race, color, religion, sex, national origin, age, genetic information, sexual orientation or gender identity/expression, disability, status as a protected veteran, or any other status protected by University policy or local, state, or federal law.

For more information, please refer to the office of equity’s information on non- discrimination.

Incivility

You are expected to avoid incivility. Incivility includes a long list of unprofessional behavior such as (but not limited to):

• Rudeness
• Yelling
• Intimidation or bullying
• Threatening comments or behaviors/actions
• Unsolicited and unwelcome conduct or comments (oral or written including email communication) that cause offense, humiliation, or physical or emotional harm to any individual.
• Unsolicited and unwelcome gestures, actions, or contact that cause offense, humiliation, or physical or emotional harm to any individual.

Incivility can be subtle or overt. It may be a single event or may involve a continuing series of incidents and may involve the abuse of authority or position. Uncivil behavior may be unintended or deliberately directed at another individual. In any case, the impact on that individual is what must be addressed. Incivility can also create a poisoned workplace.

Workplace Bullying

Bullying is defined as behavior of a physical, verbal, or a psychological nature that is unwanted and unwelcome and that could reasonably be regarded as offensive. The bully, intentionally or unintentionally, misuses the power of position, knowledge or personality to domineer, intimidate or humiliate others.

The following are common examples of bullying behavior (this is not an exclusive list):

• Open aggression, threats, shouting abuse or the use of obscene, inappropriate, language.
• Frequent or repeated humiliation; repeatedly putting another colleague down.
• Sneering at, mocking, or ridiculing another colleague.
• Teasing about a physical, mental, or emotional condition.
• Unreasonable scrutiny or unreasonable demands.
• Taking credit for another person’s work.
• Undermining a person’s authority.
• Spreading malicious rumors and gossip.
• Isolation, non-co-operation, or exclusion within the workplace.
• Inappropriate comments on appearance.

Harassment

Harassment is defined as any act or conduct that is unwanted and unwelcome and that could reasonably be regarded as offensive, humiliating or intimidating on any of the following discriminatory grounds: gender, marital status, family status, sexual orientation, religion, age, disability, and race.

The following are common examples of harassment (this is not an exhaustive list):

• Treating people less favorably or subjecting them to ridicule.
• Demeaning and derogatory remarks, name-calling, and using potentially hurtful nicknames.
• Isolation, non-cooperation, or exclusion within the workplace.
• Inappropriate comments on appearance.
• Inappropriate criticism of work performance, including teaching or research performance.
• Undermining the authority of a colleague in the workplace; this includes gossiping about the colleague.

Sexual Harassment 

Sexual harassment is defined as unwanted and unwelcome conduct that could reasonably be regarded as offensive, humiliating or intimidating. Sexual harassment undermines the dignity of the recipient, and adversely affects work performance. You are encouraged to report incidents of sexual misconduct to the USU Title IX Coordinator at any time.

University employees have different obligations, depending on their job title, in how they are required to respond to disclosures of sexual misconduct. An employee’s obligations are based on whether the employee is a designated confidential resource, reporting employee, or resource connection employee.

New employees will receive an email from the Office of Equity within their first 30 days of employment notifying them of their designation and training obligations. All employees will receive an email from the Office of Equity at the start of each fiscal year reminding them of their designation and annual training obligations. A full list of reporting employees is available on USU’s Policy 340: Required Reporting of Sexual Misconduct.

The following are common but not exclusive examples of sexual harassment:

• Sexually suggestive jokes or comments.
• Innuendo or jokes about a person’s sexual orientation.
• Insults or inappropriate questions about one’s private life.
• Display of offensive material.
• Leering, offensive gestures or whistling.
• Groping, patting or unnecessary touching.
• Suggestions that sexual favors may further someone’s career, or that refusal may damage it.

Racial Harassment

Racial Harassment is defined as unwanted or unwelcome conduct based on a person’s race, which is offensive to the recipient, and which might threaten a person’s security or create a stressful, hostile or intimidating work environment. Harassment on the grounds of race may include:

• Verbal harassment: offensive jokes or remarks about a person’s race or ethnic origin, ridicule or assumptions based on racial stereotypes.
• Visual harassment: production, display, or circulation of materials offensive to particular racial or ethnic groups, such as cartoons or racial propaganda.
• Microaggressions: indirect, subtle, or unintentional discrimination against members of a marginalized group (typically a statement or specific action).

Microaggressions

Microaggressions are “brief and commonplace daily verbal, behavioral and environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative racial slights and insults to the target person or group” (Sue, Capodilupo, Torino, Bucceri, Holder, Nadal, et al., 2007, p. 273).

Although this definition focuses on racial microaggressions, microaggressions can target any marginalized group identity, such as race, socioeconomic class, gender, sexuality, nationality, citizenship, ability, etc.

USU's Social Climate Support Team

The Social Climate Support Team works with students and employees to provide support when an individual has experienced bias, racism, or microaggressions. As an institution of higher education, we welcome a broad array of expression and thought from many different perspectives. Behaviors and speech that show bias hate are harmful to not only those who experience them, but to our broader university community.

Complete the social climate support form if you would like to seek support for yourself or another in our university community.

Religious Harassment

Religious Harassment is defined as unwanted or unwelcome conduct based on a person’s religion, which is offensive to the recipient, and which might threaten a person’s security or create a stressful, hostile or intimidating work environment.

You are encouraged to report incidents of religious harassment to the office of equity at any time.

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What to do if you feel you are not being treated with dignity and respect:

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Disciplinary Action

If the employee continues to disrespect others, disciplinary actions may be taken by the Department of English. If found to be acting unprofessionally, graduate instructors may be placed on a probationary period; if still in violation during the probationary period, instructors may not be reappointed to teaching.

A Warning About Retaliation

It is a violation of USU policy to retaliate in any way against a person(s) because he/ she have filed a complaint, assisted or participated in any manner in an investigation or proceeding. This includes action taken against a bystander who intervened to stop or attempt to stop discrimination, harassment, sexual misconduct, stalking, domestic violence and/or dating violence. Retaliation may take many forms and may include intimidating, threatening, coercing or in any way discriminating against an individual because of the individual’s complaint or participation. Action is generally deemed retaliatory if it would deter a reasonable person in the same circumstances from opposing practices prohibited by the University.

USU will take immediate and responsive action to any report of retaliation and may pursue disciplinary action as appropriate.